The increase in women in the energy industry and a corresponding increase in dual career couples means that many issues that have been considered to be “women’s issues” may be more appropriately managed as dual career issues. A key challenge for members of dual career couples is coordinating their careers. People in such couples overwhelmingly consider both careers to be equally important, but many managers insist that one career leads and the other follows. Women tend to be more protective of their partner’s career than men are. Statistics show that women are under-represented at the highest levels in organizations. The greatest disparities of pay are associated with whether or not women are in the appropriate level for their knowledge and accomplishments. Career breaks and geographic mobility limitations are often cited as reasons for why some women fail to advance.
• How can managing women’s issues as dual career couple issues avoid resentment about “reverse discrimination”?
• What are the advantages and disadvantages of working for the same employer as your partner?
• Why do women need to be more assertive in negotiating pay and promotion?
• What strategies can be effective in mitigating the impact on your career of career breaks and geographic limitations?
• How can professional society activity benefit your career?